The Study Of The Impact Of Leader-member Exchange On Empolees’ Extra Role Behaviors

In the highly globalized business environment, ito get the sustainable competitive in the market, the enterprises can not only look within the daily job duties of their empployees, but should take more focus on the extra role behavior(ERB) of their employee which links the long term development of the company. For individual, It is help behavior(HB) and voice behavior(VB). There are three main factors which influnce employees’ ERB: leader and team, individual and task, organization and culture. In the daily business operations, leaders will not only have great impact on the behaviors and performance of the subordinates, but accountable. Active leader-member exchange(LMX) will affect the leader and team factor, thus enhance the employees’ ERB, to improve the peripheral performance, to maintain the good competitive for the company. Organizational politics is everywhere in our workplace. But it has always been overlooked due to its sensitivity. Ferris et al came up with the concept of the perceptions of organizational politics(POPS), to make it more easily measurable. The three main factors that influnce the POPS are working environment, organization and individual.Good LMX can improve the working environment, reduce the employees’ perception of organizational politics, then it can creat a better organizational and culture atmosphere, to increae the extra role behavior, and to enhance the peripheral performance and competitive advantage.After reviewing the study about LMX、POPS and ERB of the domestic and foreign literature, we found there are no empirical study are about the relationship of the three variables. Here we take use of questionaire to study the relationship among the three variables in the Chinese context. We have tested some our exsiting theory and got some new findings. Hoping to provide a theoretical basis and empirical support for business managers, and give some suggestions for their human resource management.Here we use structural equation modeling, correlation analysis, multiple linear regression and other methods to study the relationship among the LMX、POPS and ERB sysemetically. The main conclusions are:(1) Based on the literature review and empirical data, after exploratory factor analysis, here we change the previous four dimensions of LMX into three dimensions—emotion, loyalty and contribution, to make it more realistic. Then using the AMOS structural equation model, we verify LMX’s three-factor structure model. Similarly, we verify POPS’ single factor(as an intermediary variables and outcome variables) and three-factor structure model, and also Help Behavior and Voice Behavior’s single factor sructure model.(2) The emotion、loyalty of LMX both have significant positive effects on the HB and VB of the employees, at the same time, have significant negative effects on the POPS. Only the loyalty has significant positive effects on the HB, its impact on the VB and POPS is not significant. In the single factor structure model of POPS, its impact on the HB and VB is significant negative. While in the three factor model, only the selfish behavior has significant negative behaviior on the HB and VB, salary and promotion has significant positive behavior on the VB of the employees. POPS plays a intermediatery role in the relationship between the LMX and ERB. POPS presents the part intermediatery role on the relationship between Emotion and Loyalty and HB, while fully mediate the Contribution to HB. POPS also fully mediate the relationship between the Emotion、Contribution and VB.